STUDY ON EMPLOYEE

ENGAGEMENT
AT AIRTEL

PRESENTEDBY
VAISHALI
THAPA
AIRTEL INTRODUCTION
Airtel comes to you from Bharti Airtel Limited, one
of Asia’s leading integrated telecom services
providers with operations in India, Sri Lanka and
Bangladesh. Bharti Airtel since its inception has
been at the forefront of technology and has
pioneered several innovations in the telecom
sector.
Airtel Enterprise Services is a solution based
communication group, specially created to deliver
Integrated and Superior service to enterprise
customers.
HISTORY
The company was founded by Sunil Bharti Mittal
(Chairman & Managing Director of the Bharti group)
along with two siblings in early 1990s. The company was
not so famous in India by its own name, rather its Brand
Names Like Airtel and Beetel (PSTN Phone Sets) were
household names in India. The company underwent a
brand reformation process and changed its logo and
corporate Image.
COMPANIES
Bharti's primary industry is in the field of
telecommunications via its subsidiary companies.
Bharti Airtel (mobile telecommunications) and Bharti
Teletech (wired telecommunication services and PSTN
 INTRODUCTION TO
EMPLOYEE ENGAGEMENT
 Employee engagement, also called work
engagement or worker engagement, is a
business management concept. An "engaged
employee" is one who is fully involved in, and
enthusiastic about, his or her work, and thus will
act in a way that furthers their organization's
interests.
Employee engagement is defined as the level of
commitment and involvement an employee has
towards their organization and its values. An
engaged employee is aware of business context,
and works with colleagues to improve performance
within the job for the benefit of the organization.
There are three different types of
people
 Engaged--"Engaged" employees are builders. They
want to know the desired expectations for their role so
they can meet and exceed them. They're naturally
curious about their company and their place in it.
 Not Engaged---Not-engaged employees tend to
concentrate on tasks rather than the goals and
outcomes they are expected to accomplish. They want
to be told what to do just so they can do it and say they
have finished.
 Actively Disengaged--The "actively disengaged"
employees are the "cave dwellers."They're not just
unhappy at work; they're busy acting out their
unhappiness.
Increasing employee engagement
 Conduct periodic meetings with employees to
communicate good news, challenges and company
financial information.
 Communicate openly and clearly about what's expected of
employees at every level - your vision, priorities, success
measures etc.
 Celebrate individual, team and organizational successes.
Catch employees doing something right, and say "Thank
you.“
 Be consistent in your support for engagement initiatives. If
you start one and then drop it, your efforts may backfire
Employee engagement in airtel
Employee engagement is defined as the level of commitment
and involvement an employee has towards their
organization and its values.
Engagement is the extent to which employees commit to
something or someone in their organization, how
hard they work, and how long they stay as a result of
that commitment.
At Airtel employee engagement is thought in fresh &
innovative ways about the needs of employees. What
is promised is delivered & the way to delight the
employees move on with a little bit more.
 Reasearch
methodology
Sources of data collection
 Primary data
 This data is collected by questionnaire method.
 Survey
Two type of survey
a) Personal interview
b) Telephonic interview
Secondary data
 We got the secondary data through:-

1. Internet
2. Various Walk In Queries Records.
3. books and periodicial
Reasearch objectives
 To study the extent to which employees satisfied with
their jobs.
 To know the facts employees’ getting credits of the
work.
 To study the employees’ internal satisfaction or job
satisfaction.
 To study the level of employees’ engagement in the
company.
 To study the HR Policies being followed in Airtel
 DATA
ANLAYSIS
 Ques 1. Are you satisfied with the work which is given
in your organisation?
A)Yes B)No

50
45
40
35
30
25
20
15
10
5
0
YES NO
Ques 2. Do you have a clear understanding of your
career or promotion path?

A)YES B)NO
45
40
35
30
25
20
15
10
5
0
YES NO
Ques 3. Do you feel valued at work?
A) Yes B)No

50
45
40
35
30
25
20
15
10
5
0
YES NO
Ques 4. How frequently do you receive recognition from your
manager?
A)WEEKLY B)MONTHLY C)YEARLY
30

25

20

15

10

0
monthly yearly weekly
Ques 5. how would you rate your work-life balance?
A) Excellent B)Good C) Average
40

35

30

25

20

15

10

0
excellent good average
Ques 6.Do you believe in the approach that your leader
take to reach their objectives?
A)yes B)NO
35

30

25

20

15

10

0
yes no
QUES7.AT WORK, DO YOUR OPINION SEEM OUT?
A)YES B)NO
40

35

30

25

20

15

10

0
yes no
Ques 8. Are you satisfied with the information you receive from
management on what’s going on in the company?
A)Satisfied B) not satisfied
40

35

30

25

20

15

10

0
satified not satisfied
Ques9. Are your associates (fellow employees) committed to
doing quality work?
A)agree B)Strongly Agree
C)Disagree D)strongly disagree
Column1
20
18
16
14
12
10
8 Column1
6
4
2
0
agree strongly agree dis agree strongly
disagree
Ques 10. Is there honest and effective communication between
the employees and their managers?
A) Yes B) No
60

50

40

30

20

10

0
yes no
CONCLUSION
 Employee Engagement is the buzz word term for employee
communication. It is a positive attitude held by the employees towards
the organization and its values. It is rapidly gaining popularity, use and
importance in the workplace and impacts organizations in many ways.

Employee engagement emphasizes the importance of employee
communication on the success of a business. An organization should
thus recognize employees, more than any other variable, as powerful
contributors to a company's competitive position . Therefore employee
engagement should be a continuous process of learning, improvement,
measurement and action. We would hence conclude that raising and
maintaining employee engagement lies in the hands of an organization
and requires a perfect blend of time, effort, commitment and
investment to craft a successful endeavor.
SUGGESTION
 The environment of the organisation should be made
more friendly for the trainee so that they can have a
talk with others employees even to gather more
information .

The organisation should provide trainees some
practical knowledge through live projects or old
projects.
BIBLIOGRAPHY
 Books:


 Author : C.B. Gupta, human resource management, sultan chand and sons, date of publishing- feb 2008, number of pages
refered from “13.2 – 13.11.”


 Author- K Ashwathappa, human resource management, TATA McGraw-Hill, fifth edition, 2008, number of pages refered
from “455 – 467”.


Journals:

Understanding what drives employee engagement. 3 Gallup Journal, (2003, December 11) The 2003 Towers Perrin Talent Report.
4 Corporate Executive Board.

Washington, DC.5 Walker loyalty report. (2003, September).Indianapolis, IN: Walker Information.6 Employee engagement at
double-digit growth companies. (2004).

Steve Crabtree – (2004) Getting personnel in the work place – Are negative relationships
 squelching productivity in your company? – Gallup Management Journal, June
 10, 2004.

Steve Batts – Getting engaged – HR Magazine society for Human Resource
 Management, Feb. 2004.

Gretcher Hoover – Maintaining employee engagement when communicating difficult
 issues – Communication World, Nov / Dec 2005.


Internet:
THANKYOU